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The dark side of organizations: forensic management - an emerging theoretical perspective

机译：组织的阴暗面：法医管理-新兴的理论视角

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摘要

Ideas about organizations and learning are predicated on theories of organizations - or more usually theories of or hypotheses about management. Many theories of management are superficial and simplistic because they derive from reflection on what individuals believe to work for them; or what they would like to think works for them, rather than on truly empirical research. There is a vast literature of "popular management" which tells you what you ought to do if you want to be a successful manager. Millions of pounds of company profits are spent on trying to tie the manner of it down. The success rate is probably rather low and the criteria for measuring success are imprecise and opaque. Since the early days of thinking and writing about management, there has always been a basic assumption that managerial behavior is rational. That is, that good management can be exercised by rational people working with people who are similarly rational in their responses. The history of management writing - particularly popular management theory - shows a desperate urgency to "get it right" by encouraging managers to behave in sensible, practical and above all reasonable ways which gain reasonable and uncomplicated responses from those managed.
机译：关于组织和学习的思想是基于组织理论的-或更通常地是关于管理的理论或假设。许多管理理论是肤浅和简单的，因为它们源于对个人认为为他们工作的想法的反思。或他们想对他们有用的东西，而不是真正的实证研究。有大量关于“大众管理”的文献，告诉您如果您想成为一名成功的经理，应该怎么做。数百万英镑的公司利润都花在试图限制这种方式上。成功率可能很低，衡量成功的标准不精确且不透明。自从有关管理的思考和写作的早期开始，就一直存在一个基本假设，即管理行为是理性的。也就是说，可以由理性的人与反应类似的人一起工作来进行良好的管理。管理写作的历史-特别是流行的管理理论-迫切需要通过鼓励管理人员以明智，实际，最重要的合理方式行事，从而“正确地做到这一点”，从而从被管理者那里获得合理而简单的回应。

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